Your 'Core Values' Poster Means Nothing If You Don't Fire People Who Violate Them

Walk into any office building and you’ll see them; those glossy posters with inspiring words like "Integrity", “Collaboration,” hanging next to the broken coffee machine. They’re everywhere, these corporate commandments that nobody reads and even fewer people remember. Just as if you were to write an affirmation and put it on your bathroom mirror, if you’re not going by these words, then it’s pointless. 

Quick test: Without looking, can you name your company’s core values? If you’re like most people, you’re already reaching for your phone to check the website. And if you can’t remember them, what makes you think anyone else can? 

Here's the uncomfortable truth: Your real company values aren't what's printed on a fancy poster board. They're whatever behavior gets rewarded, promoted, and protected. And if you're honest about it, those two lists probably look nothing alike.

The “But They Hit Their Numbers” Problem 

Let me tell you about Rachel. She’s amazing at her job, closes the deals, brings in the most revenue, makes leadership smile during reviews (because of the numbers). She’s also a complete nightmare to work with. 

Rachel interrupts people in meetings, takes credit for others' work and has made someone cry this month alone. But when it comes to performance reviews, everyone shrugs and says, “Well, she hits her numbers.” Like are we for real? Do you realize this huge problem? 

(This is also a cause of turnover) 

I'm sure this sounds familiar to some. Because someone like Rachel will come along. Leadership will then convince themselves they “need” this person because its all about the numbers. 

But here’s what’s really happening: While you’re protecting someone like this because this person is making your business money, you’re teaching everyone else what you actually value. And it's definitely not integrity or respect or any of those pretty words on your wall. Its revenue, at any cost. 

Your team is taking notes. They see who gets promoted, who gets protected and who gets thrown under the bus. They’re learning rules that have nothing to do with your so-called values you have posted on your walls. 

Action Speak Louder Than Laminated Posters 

People don’t listen to what you say, they watch what you do. Your team aren't idiots. They can see the difference between what you preach and what you practice and they’re adjusting their behavior accordingly. 

When you promote the person who stepped on everyone else to get ahead, what do you think that’s saying? You’re telling people that collaboration is nice to have. So that person that apparently brings in profit to your business, who makes everyone else miserable, you’re saying respect is optional as long as you’re profitable. 

Then there we go, the un-written rules in the workplace, as if who cares if you’re not a great person but you bring in the money. Then what’s the point? If this happens and is just swept under the rug, then people are going to leave. Sure, they may not say anything because when they say bye, you question it. 

Stop saying you’ll do better, instead put it into ACTION! 

How to Build Values That Actually Work 

If you want values that mean something, start by throwing out that list of twelve inspirational words you brainstormed in your last leadership retreat. Nobody remembers twelve values, and if they can't remember them, they can't live them.

Pick three. Maximum. And make them specific enough that you can point to a behavior and say, "That's not it."

"Integrity" is too vague. "We tell the truth, even when it's uncomfortable" is something you can actually measure. "Collaboration" is meaningless. "We share credit and take responsibility" gives people something concrete to aim for.

But here's the real test: For each value you're considering, ask yourself this question: Would I actually fire someone for violating this? If the answer is no, it's not a value, it's a suggestion.

Values without consequences aren't values. They're wishful thinking.

Once you've got your short list of non-negotiable values, you need to live them in every decision you make. Hire for them. Fire for them. Promote for them. If you're not willing to do all three, don't bother putting them on a poster.

The Scary Part: Having A Backbone 

Here’s where it gets uncomfortable: Enforcing values means making hard decisions, like firing the star performer who treats people like garbage. (And if you don’t, I can help) 

This takes guts. It means having difficult conversations. It means standing up for what you say you believe in, even when its expensive 

Your team is watching this moment. They want to see if you’ll choose the easy path (by letting go of the toxic person) or the right path (enforce your values). This is your test and everyone knows it. 

Unfortunately, by doing this leaders may “fail” in a sense that they take their time, find excuses and hope the problem will fix itself. It won't. (Let me tell you something, I know this hard, but you do not have do it alone) 

Question for you: Are you ready to humanize the workplace? I know you want to. You have to step back and look at the business as a whole, look at the rest of your team. More often than not, leaders are stuck because they only see one side but if you talk to the rest of your team, you will have a better understanding.

Making it Real (Not Just Feel-Good BS) 

If you want values to stick, they need to be in every part of everything you do, not just displayed on your walls.

Put them in job descriptions. Ask about them in interviews and listen to the answers. Include them in performance reviews the way you add targets. Make them part of the promotion; you shouldn’t be promoting those who don't value the values. 

Share stories and celebrate successes by including the values. Make the people known who are showing the values. When you do this; others will follow. 

And when someone does violate your values, especially if they're a high performer, communicate about it. You don't need to air dirty laundry, but you can say something like,

"We made a difficult decision to part ways with someone who wasn't aligned with our culture, despite their strong performance in other areas."

This sends a clear message: We mean what we say.

What’s Next

Businesses with values, values that are actually enforced, with the long run. They will attract better people, retain them longer and create a culture where people do their best work and actually want to stick around. 

Good people want to work for someone that means what it says. They want to be part of something real and make an impact. 

Your culture is your choice. You can have the culture you tolerate, or you can have the culture you create. But you can't have both.

So, here's your gut check: Look around your organization. What do your actions—not your posters really say you value? What behavior gets rewarded? What behavior gets ignored? What behavior gets promoted?

If you don't like the answers to those questions, you know what you need to do. The only question left is whether you have the backbone to do it.

Your values poster is watching. More importantly, so is everyone else.